Arab Academy for Science, Technology,

and Maritime Transport

Graduate School Of Business - Smart Village Campus
Contemporary Management Course

Leadership

Presented to: Dr. Hesham Abdelhamid

Presented by: Nouran Maher Mohamed 20120806
Radwa Mohamed 20120778
Ahmed Gamal 23125327
Sohila Saeed 23126398
Ahmed Nagy 23125332
Nayera Diaa 23125865
Introduction 2
Overview of Leadership 2
Importance of leadership 3
Literature Review 4
Leadership Theories 4
Traditional leadership theories 4
Contingency and Situational Leadership Theories 4
Transformational Leadership 4
Charismatic Leadership Theory 5
Distributed Leadership Theory 5
Adaptive Leadership Theory 5
leadership styles 6
Autocratic Leadership 6
Democratic Leadership 6
Laissez-faire leadership 6
Transactional Leadership 6
Transformational Leadership 6
The Impact of Positive and Negative Leadership on Organizational Effectiveness 7
Leadership and Organizational Culture 8
Leadership In Universities 8
Recommendations 12
Conclusion 12
References 12

1
Introduction

Overview of Leadership
First and foremost, we must define leadership. Leadership is a well-studied and important
term in psychology, management, and organizational behavior. “Leadership is a process, not
a position.”Maxwell, 2011. Leadership is a collection of behaviors used to assist individuals
in aligning their collective direction, executing strategic goals, and continuously renewing an
organization. Leadership is about leading and affecting outcomes, enabling groups of people
to work together to do something they couldn't do alone, whether you're talking about an
executive, manager, sports coach, or schoolteacher. Leadership is something you do rather
than something you are.

Unlike what many people believe, leadership is a set of abilities that can be acquired and
developed over time rather than something innate. The development and enhancement of
essential leadership traits and qualities require dedication, self-awareness, and a willingness
to engage in continuous self-improvement. Leaders who actively pursue the development of
these traits and qualities can greatly enhance their effectiveness and influence as leaders,
leading to greater success for their team members and the organization as a whole.

There was a time when management and leadership were used synonymously. Harvard
Business School Online states that management is primarily concerned with putting
procedures in place to accomplish organizational objectives, whereas leadership is focused
on a vision to steer change. Scholar Warren Bennis lists the following important distinctions
between managers and leaders:
● Leaders innovate, while managers administer.
● Leaders inspire trust, while managers rely on control.
● Leaders have a long-range perspective, while managers have a short-range view.
● Leaders question what and why, while managers ask how and when.

Managers are more concerned with carrying out the plan and making sure that the objectives
of the company are fulfilled, whereas leaders are more concerned with establishing a vision
and motivating people to realize it. Definitely, you have passed by this Quote “Be a leader,
not just a manager” However, in my point of view, I think nowadays we all need managers
with a sense of leadership

Managers with a sense of leadership are those who possess the ability to inspire and motivate
their team members toward a common goal or vision. They can communicate effectively,
build trust, and foster a positive work environment. Leadership skills are essential for
managers to be successful in their roles, and the best managers are often effective leaders as
well. By developing these skills, managers can create a positive work environment, foster
innovation, and drive organizational success.

2
Importance of leadership
Effective leadership has a great impact on the organization

1. Effective leadership facilitates the allocation of an organization's resources toward

enhanced productivity and goal attainment.
2. A clear purpose is provided by effective leaders, who also inspire and direct their
teams to fulfill their missions.
3. Effective leadership has the power to encourage, inspire, mentor, and instruct others
in improving.
4. A skilled leader establishes a path with a purpose and an objective that others can get
behind.
5. Positively inspiring others to achieve greater heights and acquire new abilities is the
essence of leadership.
6. A leader sets an agenda, settles disputes, and crafts a vision.
7. A company's ability to succeed depends on its ability to have effective leaders who
can provide vision, communication, decision-making, passion, direction,
commitment, integrity, confidence, morale, and development.

3
Literature Review

Leadership Theories
Leadership is a complex and multifaceted concept that has been studied and defined from
various perspectives. each of which offers unique perspectives on the nature of leadership
and how leaders can effectively influence and guide their teams and organizations.

Traditional leadership theories

Traditional leadership theories or early leadership theories, such as trait and behavioral
theories, have long been the foundation of leadership research. Trait theories focus on
identifying the inherent qualities and characteristics that are commonly found in successful
leaders. Some of the commonly cited leadership traits include intelligence, extraversion,
conscientiousness, emotional stability, and openness to experience. Behavioral theories, on
the other hand, examine the actions and behaviors of leaders in different situations. This
theory emphasizes that leadership is a set of behaviors that can be learned and developed.
Behavioral theorists identified two key styles: task-oriented (focused on achieving outcomes
and goals) and people-oriented (emphasizing the well-being and motivation of team
members).

Trait theory is used to identify and select potential leaders, often through trait-based
assessments. However, it has been criticized for oversimplifying leadership complexities and
neglecting the role of situational factors and acquired skills in effective leadership.

On the other hand, Behavioral theory has significantly influenced leadership training and
development programs, promoting the learning and practice of effective leadership behaviors.

Contingency and Situational Leadership Theories

Contingency and situational leadership theories emphasize the importance of adapting
leadership styles to fit the specific needs and characteristics of followers and the situation at
hand. These theories argue that effective leadership requires flexibility and the ability to
adjust one's approach based on the demands of the situation. In other words, leaders who can
match their leadership style to the situation are more likely to achieve positive outcomes.

Transformational Leadership
Transformational leadership theory emerged as a response to the limitations of traditional
theories. Transformational leaders possess the ability to inspire and motivate their followers
to achieve exceptional outcomes, characterized by their vision, charisma, and empowerment.
Studies consistently show that transformational leadership positively impacts employee
satisfaction, commitment, and performance.

4
Charismatic Leadership Theory
Charismatic leadership theory emphasizes the charismatic qualities of leaders, their ability to
inspire and influence others through their vision, confidence, and personal charm. These
leaders often possess exceptional communication skills, a compelling vision, and strong
emotional connections with their followers. This theory has been applied to analyze
influential leaders in various fields, including business, politics, and social movements.

Distributed Leadership Theory

In recent years, the concept of distributed leadership has gained significant attention.
Distributed leadership theories propose that leadership is not solely the responsibility of a
single individual, but rather a collective and shared process that can emerge from various
levels and positions within an organization. Distributed leaders encourage collaboration,
empower others, and promote a culture of shared decision-making and responsibility.

Adaptive Leadership Theory

Adaptive leadership is a leadership theory that emphasises the crucial role of leaders' ability
to adapt to changing situations and environments. Adaptive leadership distinguishes itself
from other types of leadership by emphasising the importance of leaders' ability to adapt to
changing circumstances and environments. It is a practical approach to resolving business
issues, anticipating and addressing challenges, and developing capabilities that align with the
goals of the organisation. Unlike traditional top-down leadership models, adaptive leadership
draws on the beliefs and ideas of everyone in an organisation, not just the leaders. The
approach also assists people in evolving their beliefs in the face of new challenges and
opportunities.

These different perspectives on leadership reflect the evolving nature of the concept and its
contextual nature. Each of these leadership theories offers valuable insights into the
complexities of leadership and provides a framework for understanding and applying
different approaches to leadership effectiveness. While no single theory can fully encapsulate
the multifaceted nature of leadership, leaders can draw upon various principles from these
theories to adapt their leadership style to different situations, cultivate specific leadership
behaviors, and foster the development of their own and their team's leadership capabilities.

5
leadership styles
the leadership styles describe the ways that an individual acts when managing, inspiring,
leading, and guiding a group of people. There are many leadership styles, including:

● Autocratic Leadership
This leadership style gives the team's leader all control and decision-making authority. In
times when prompt decision-making is necessary, like during a crisis or emergency, this
leadership style may work well. This style's advantages are its ability to make decisions with
conviction, provide concise directions, and organize tasks well. The weaknesses, on the other
hand, are a lack of creativity, low morale, and high turnover rates.

● Democratic Leadership
In this style, the team is involved in decision-making and participation is encouraged by the
leader. Improved team morale, greater job satisfaction, greater creativity, and increased
engagement and commitment are some of this style's benefits. Slower decision-making and
the possibility of conflict are among the disadvantages, though. Decisions may also be
delayed or muddled by too many opposing viewpoints in the absence of strong leadership
direction.

● Laissez-faire leadership
A hands-off approach is what distinguishes this leadership style; the team is given little
direction and is mainly allowed to make their own decisions. The advantages of this approach
include enhanced creativity, adaptability, autonomy, and the possibility of high levels of job
satisfaction and empowerment. The weaknesses, On the other hand, are the possibility of
chaos, poor productivity, and a lack of direction.

● Transactional Leadership
Transactional leaders set clear expectations and performance standards for their team
members and give them structure and guidance. Team members are rewarded or punished by
the leader according to their output. This style's advantages include structure, accountability,
and well-defined expectations. Nevertheless, the weaknesses include a lack of creativity, and
low morale as team members may focus more on meeting the established standards than on
thinking outside the box.

● Transformational Leadership
In this style, the leader inspires and motivates the team to achieve a common goal and a
higher level of performance and personal growth. The strengths of this style include
increased creativity, higher job satisfaction, and better team morale. This leadership style can
also encourage creativity and innovation, as it fosters an environment where team members
are encouraged to think beyond the status quo. However, the weaknesses include the
potential for unrealistic expectations and a lack of focus on day-to-day tasks.

6
In summary, each leadership style has its own set of characteristics, strengths, and
weaknesses. The most effective style often depends on the specific context, the needs of the
organization, and the characteristics of the team and its members. A good leader may also
choose to employ a combination of different styles depending on the situation, to adapt to the
ever-changing needs of their team and the organization as a whole.

The Impact of Positive and Negative Leadership on Organizational

Effectiveness

Leadership within an organization plays a pivotal role in shaping its culture, productivity, and
overall success. The influence of leaders, whether positive or negative, can significantly
impact employee morale, motivation, and the organization's ability to achieve its goals. This
paper explores the distinct effects of positive and negative leadership styles on an
organization's dynamics and outcomes.

Positive leadership involves fostering a supportive, empowering, and inspiring environment.

Leaders who exhibit positive traits, such as empathy, integrity, and effective communication,
tend to cultivate a culture of trust and collaboration within the workplace. Such leaders
encourage innovation, creativity, and a shared vision among employees. They promote a
sense of belonging, which leads to increased job satisfaction, higher engagement levels, and
improved employee retention rates. Positive leadership also contributes to a resilient
organizational culture that effectively adapts to change and challenges.

On the other hand, negative leadership traits, such as autocracy, micromanagement, lack of
transparency, and toxic behavior, can detrimentally impact organizational dynamics.
Authoritarian leaders tend to stifle creativity, inhibit open communication, and create a
culture of fear or resentment among employees. This often results in decreased productivity,
higher turnover rates, and reduced employee morale. Negative leadership styles can foster a
hostile work environment, leading to conflicts, increased stress levels, and a lack of trust
among team members.

In conclusion, the leadership style adopted within an organization significantly influences its
culture, employee satisfaction, and overall success. Positive leadership fosters a conducive
work environment, enhancing productivity, innovation, and employee well-being.
Conversely, negative leadership breeds discontent decreases productivity, and impedes the
organization's progress. Hence, investing in cultivating positive leadership qualities among
organizational leaders is crucial for sustainable growth and success.

7
Leadership and Organizational Culture
Organizational culture refers to the collection of values, beliefs, assumptions, and norms that
direct behaviour and mentality within an organisation is referred to as its organisational
culture. Culture is the mother of behaviour, influencing all aspects of an organisation, such as
how staff members communicate with one another, whether or not mistakes are accepted, and
how departments and teams work together. Leadership is the process of leading and affecting
outcomes, enabling groups of people to work together to do something they couldn't do alone

Leadership and organizational culture are intertwined, with each having an impact on the
other. Organisational culture can be influenced by leaders through collaboration, innovation,
and mission, purpose, and vision alignment.

Leaders who communicate effectively, offer guidance, and regularly evaluate progress can
create a strong culture. At the same time, Leadership style can also be affected by
organisational culture. A culture that prioritises transparent and open communication, for
instance, might inspire leaders to take on a more participative leadership role. Similarly, a
culture that values innovation and risk-taking may encourage leaders to adopt a more
transformational leadership style .

Overall, leadership and organizational culture have an impact on one another and reinforce
each other. Organisations can establish a positive supportive environment that fosters growth
and success by implementing effective leadership practices and developing a strong
organisational culture.

Leadership In Universities
Leadership is essential at all levels of universities, whether as an institutional leader,
academic member, or administrator. To stimulate growth, support good change, and inspire
achievement, effective leadership is required.

Leadership in universities is a complex dynamic that requires a multifaceted approach

because the academic environment involves a diverse array of stakeholders, both internal and
external, including students, academic faculty, managers, administrators, and professional
staff, as well as alumni, donors, employers, the government, and the community. Several
leadership theories and styles can be effective in a university setting, each with its unique
strengths and applications.

It's important to note that the most effective leadership style for a university can depend on
the specific context, culture, and challenges faced by the institution. Furthermore, successful
leadership in universities often involves a balance of different styles and a willingness to
adapt to the evolving needs of the academic community. Furthermore, a university setting
requires a leader to have the capacity to establish and maintain relationships, communicate
effectively, and foster a culture of continuous improvement.

8
In practice, Effective university leaders frequently exhibit a combination of strategic
decision-making, emotional intelligence, visionary thinking, and an inclusive leadership
style. They acknowledge the particular requirements of their institution as well as the wider
landscape of higher education and place a high priority on academic excellence, innovation,
diversity, equity, and inclusion.

Ultimately, A university that can inspire and mobilize diverse stakeholders, build a sense of
shared purpose, and navigate the complexities of the academic world with integrity and
agility will have the most effective leadership style.

The Arab Academy for Science, Technology & Maritime Transport (AASTMT) is a unique
regional university operated by the Arab League, which offers education and training in
science, technology, and maritime transport fields. AASTMT offers different and unique
programs for undergraduate and postgraduate studies. It was established in 1972 in
Alexandria, Egypt, and has since expanded to include multiple campuses across the country.

From our point of view, Several effective leadership theories can be adapted reciprocally by
the Arab Academy based on the different organizational roles, levels, and responsibilities of
each member of the academy. the first leadership style that we think should be adopted by the
Academy is Transformational Leadership.

Transformational Leadership as we mentioned before this approach focuses on encouraging

and inspiring people to realize their greatest potential. AASTMT can benefit from
transformational leadership, as it requires visionary leaders who create a positive and
empowering environment that encourages growth, innovation, and development among staff
and students. It helps educators motivate each other to improve and innovate within their
classrooms. In a university setting, this style can be effective in fostering a collaborative and
innovative culture, especially in research and academic development. Many universities
adopted this leadership style like the University of Michigan which has adopted a
transformational leadership style to foster a culture of innovation and creativity.

Consider the following situation: The academy has just hired teaching assistants. Both were
assigned to the Department of Architecture. One is very passionate about literature,
storytelling and architectural history while the other is known for his exceptional creativity
and excellence when it comes to models and designs. The transformational leader, or in this
case the dean, or the course teacher, will not ignore these diverse skills and abilities. Instead,
it will encourage these new architects to share their unique visions. This leader might
encourage the storyteller-architect to be in charge of field trips and cite visits with students to
teach them about his passion and storytelling skills about the history of architecture. The
dean in this case not only makes use of the architect's skills that will eventually give rise to a
new generation of students passionate about the art and history of architecture, but he also
challenges and motivates the storyteller-architect at the same time. On the other hand, the
dean decided that the creative architect would not only be able to teach students about
advanced design, but would also be responsible for an additional evaluation project on his
own, and as a result, he would encourage the students to find new approaches to the project

9
on their own. king. Their students experiment with alternative materials and find innovative
ways to design models as well as leading them to come up with their own exceptional new
designs. The dean knows that empowering a creative architect will not only motivate him by
being responsible for a project, but will also increase the level of creativity and innovation
among students. It goes without saying that the den selected these two architects wisely
knowing that they have what it takes to do what's required.

Moreover, transformational leadership goes beyond routine management and aims to inspire
and empower individuals to exceed their expectations. Sometimes students do not believe in
themselves or in their abilities to get good grades. Rather, sometimes they believe that they
are inevitably failures, either because they think that the material is so difficult that it is
impossible to understand it and to study it. They tend to underestimate themselves.
Sometimes, if the instructor encourages them and establishes a strong belief in themselves,
they can not only succeed but excel and obtain high grades in any subject, if they put in the
right effort in the right place and in the right way.

Another leadership theory in our opinion would be effective for The Academy is Situational
Leadership. The Arab Academy offers a variety of academic programs in addition to
practical training, all within a dynamic operating environment. Situational leadership, which
emphasizes flexibility and adapting different leadership styles to the readiness and maturity
of faculty and students, can be helpful in meeting the particular needs of various research
teams, academic departments, or student organizations.

To adopt situational leadership skills in universities, here are some steps that can be taken:

1. Identify the situation: Identify the situation and the needs of the team or organization.
For example, A professor may notice that a student is having difficulty with a certain
subject and requires additional support.
2. Choose the appropriate leadership style: Choose the appropriate leadership style
based on the situation and the needs of the team or organization. For example, When
a student is having trouble with a particular subject, a professor may use a telling style
of leadership to give them clear direction and guidance.
3. Communicate effectively: Communicate effectively with the team or organization to
ensure that everyone is on the same page. For example, a professor may communicate
with the students to ensure that they understand the material and are aware of the
resources available to them.
4. Provide support: Provide support to the team or organization to help them achieve
their goals. For example, a professor may provide extra resources or tutoring to a
student who is struggling with a particular subject.
5. Evaluate progress: Evaluate progress regularly to ensure that the team or organization
is on track to achieve its goals. For example, a professor may evaluate a student's
progress by monitoring their grades and providing feedback on their performance.

Another scenario: let’s say that the president of the Academy discovers that a department is
struggling with low student enrollment and needs additional support to overcome this
challenge. To help the department, he decides to use a telling style of leadership to
provide
10
clear direction and oversight. To make sure they comprehend the circumstances and are
aware of the resources at their disposal, the president keeps in touch with the department. To
provide additional support, he provides the department with additional funding and resources
to help them reach their goals. The president also monitors student enrollment and provides
feedback on the department’s performance to ensure that they are on track to achieve their
goals. In this instance, the president's situational leadership abilities contributed to the
development of a positive and supportive environment that made the department successful.

One more effective theory is Distributed Leadership. This style recognizes that leadership is
not limited to individuals in formal positions of authority but is distributed among various
individuals within the university. The Arab Academy may benefit from a distributed
leadership approach that empowers faculty, staff, and students to take on leadership
responsibilities. Given the specialized nature of the academy's focus areas, distributed
leadership can leverage the expertise and experience of diverse stakeholders, fostering
collaboration and innovation in education.

Imagine the following scenario: A professor who teaches graduate studies such as a master's
degree has decided that one of the teaching assistants should take over the responsibility of
explaining an entire lecture to his master's students instead of him. The teaching assistant
will certainly be chosen after careful consideration, as the professor will choose someone
who has the capabilities necessary for the task. Despite this, there will be a stage of
preparation and guidance for her, and reassuring her that the professor will be present the first
time at all times to take charge of matters if something happens, and of course. That decision
will be a great challenge for the teaching assistant. The teaching assistant taking the
professor’s place in one lecture is called employee empowerment, and it is a tool of
motivation. If she does a good job in the lecture, most of the praise will go to her, and
certainly some of it will go to the professor for choosing her. However, in the event that
things do not go well, most of the blame and responsibility will fall on the professor, because
he is the teacher. Leader. But if the matter is decided and she repeatedly becomes
responsible, then the praise will go to them both and the failure will be mostly hers, as most
of the responsibility falls on her shoulders, which in that case is called delegation. But in the
case that there is no difference if one of them is present from the other, whether the professor
or the teaching assistant, in other words, the mother of the teaching assistant completely fills
the void of the absence of the professor. In that case, we can call this process succession.

In my opinion, the above situation is a combination of transformational theory and

distributed theory as it includes a very effective way of motivating employees and preparing
a second generation by preparing and empowering them.

Last but not least in the dynamic landscape of universities, adaptive leadership can be
effective in addressing the evolving needs of diverse stakeholders and responding to changes
in technology, policy, and societal demands. They encourage experimentation, learning, and
the development of creative solutions to address the evolving needs of the university.

11
Furthermore, adaptive leaders thrive in complex and changing environments, able to navigate
uncertainty and guide their teams through transformations and challenges. Such as how the
Academy responded to the pandemic by adopting a hybrid teaching model that combines
online and in-person teaching. This approach allowed students to continue their studies while
reducing the risk of exposure to the virus. The academy has also implemented a range of
safety measures, including social distancing, wearing masks, and regular sanitization of
facilities. It was a great challenge to adapt to this global pandemic and to switch in the first
few months to fully online learning suddenly within days, but the academy’s administration
was able to respond to the global challenge and took quick response decisions and measures
to fulfil their commitment to ensuring the safety of their students and employees without
even temporarily stopping the educational process.

Recommendations
Ultimately, the best leadership theory for AASTMT is one that combines elements from
various approaches, as different situations may require different approaches, and effective
leaders should be able to assess the needs of the university, institution, its academic
programs, and its strategic objectives, and its stakeholders and adjust their leadership style
accordingly. Moreover, Effective leadership at AASTMT should be characterized by a
commitment to academic rigor, relevance to industry, cultural sensitivity, and a
forward-looking approach that embraces innovation and emerging opportunities. It is also
important for leaders to continuously develop their skills and adapt their strategies to meet
the evolving needs and challenges of the university environment.

In addition to these leadership theories, the unique international and multicultural context of
AASTMT should also be considered. Leaders may find success in adopting an inclusive and
culturally sensitive leadership style that acknowledges the diverse backgrounds of students
and faculty.

Conclusion
Leadership is a complex and dynamic concept that has been studied from various theoretical
perspectives. Traditional theories have laid the foundation for understanding leadership,
while transformational, distributed, and contingency theories have expanded our
understanding of leadership processes. Empirical research consistently highlights the
importance of effective leadership, high performance, and people satisfaction.

Leadership is essential for all types of entities and that’s including universities. Leadership in
universities is a complex dynamic that requires a multifaceted approach because the
academic environment involves a diverse array of stakeholders. It is important to note that
the most effective leadership style for a university can depend on the specific context,
culture, and challenges faced by the institution. Successful university leaders often
demonstrate a combination of visionary thinking, emotional intelligence, strategic decision-
making, and an inclusive approach to leadership.

12
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